Organizational trust and organizational silence: the factors Predicting organizational commitment.

  • Authors

    • Helmiati .
    • Muhammad Rasyid Abdillah
    • Rizqa Anita
    • Leny Nofianti
    • Nor Balkish Zakaria
    https://doi.org/10.14419/ijet.v7i3.35.29279
  • Organizational Trust, Organizational Silence, Job Satisfaction, Organizational Commitment.
  • This study examines the impact of organizational trust on organizational commitment through organizational silence and job satisfaction among academics in Indonesia. A total of 309 respondents from private sector higher education institutions participated in this research. The result from partial least square-structural equation modeling analysis reveal that organizational trust has a negative effect on organizational silence, and organizational silence has a negative effect on job satisfaction and organizational commitment. In other words, individuals with low trust tend to do silence at the organization, not satisfied with the job and low commitment. In addition, the result also suggests the effect of organizational trust on organizational commitment is indirectly influenced by organizational silence and job satisfaction.

     


  • References

    1. [1] Abdillah, M.R., Anita, R., & Anugerah, R. (2016a). Dampak Iklim Organisasi terhadap Stres Kerja dan Kinerja Karyawan. Jurnal Manajemen, 20(1), 121-141.

      [2] Abdillah, M.R., Anita, R., Anugerah, R. & Sari, R.N. (2016b). Authentic Leadership and Internal Whistleblowing Intention: Examining The Mediating Roles of Psychological Safety, Personal Identification, and Organizational Commitment. Proceeding 8th International Management and Accounting Conference (IMAC8), 473-482.

      [3] Anugerah, R., Anita, R., Sari, R.N., and Zenita, R. (2016a). External locus of control and reduced audit quality behavior: The mediating effects of auditor performance and organizational commitment. Journal of Economics, Business and Management, 4(5), 353-357.

      [4] Anugerah, R., Anita, R., Sari, R.N., Abdillah, M.R., & Iskandar, T.M. (2016b). The Analysis of Reduced Audit Quality Behavior: The Intervening Role of Turnover Intention. International Journal of Economics and Management, 10(S2), 341-353.

      [5] Beer, M. and Eisenstat, R. (2000). The silent killers of strategy implementation and learning. Sloan Management Review, 41(4), 29-40.

      [6] Chang, W.J., Liao, S.H., Lee, Y.J. and Lo, W.P. (2015). Organizational commitment, knowledge sharing and organizational citizenship behaviour: the case of the Taiwanese semiconductor industry. Knowledge Management Research & Practice, 13(3), 299-310.

      [7] Chen, S.Y., Wu, W.C., Chang, C.S., Lin, C.T., Kung, J.Y., Weng, H.C., Lin, Y.T. & Lee, S.I. (2015). Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Services Research, 15, 1-17.

      [8] Chin, W. W. (2010). How to Write Up and Report PLS Analyses. in Esposito Vinzi, V., Chin, W. W., Henseler, J. and Wang, H. (Eds.) Handbook of Partial Least Squares: Concepts, Methods and Applications, Springer, Heidelberg, Dordrecht, London, New York, 655-690.

      [9] Costigan, R.D., Ilter, S.E. & Berman, J.J. (1998). A multi-dimensional study of trust in organisations. Journal of Managerial Issues, 10(3), 303-17.

      [10] Dedahanov, A.T. & Rhee, J. (2015). Examining the relationships among trust, silence and organizational commitment. Management Decision, 53(8), 1843-1857.

      [11] Ellonen, R., Blomqvist, K. & Puumalainen, K. (2008). The role of trust in organisational innovativeness. European Journal of Innovation Management, 11(2), 160-181.

      [12] Fard, P.G. & Karimi, F. (2015). The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University. International Education Studies, 8(11), 219-227.

      [13] Gaertner, S. (1999). Structural determinants of job satisfaction and organizational commitment ın turnover models. Human Resource Management Review, 9(4), 479-493.

      [14] Gunlu, E., Aksarayli, M, & Perçin, M.Ş. (2010). Job satisfaction and organizational commitment of hotel managers in Turkey. International Journal of Contemporary Hospitality Management, 22(5), 693-717.

      [15] Hair, J. F., Sarstedt, M, Ringle, C. M., and Mena, J. A., (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(1), 414-433.

      [16] Hair, Joe, F., Marko, S., Lucas, H., and Volker, G., (2014). Partial least squares structural equation modeling (PLS-SEM): an emerging tool in business research. European Business Review, 26 (2), 106-121.

      [17] Jain, A.K. (2016). the mediating role of job satisfaction in the relationship of vertical trust and distributed leadership in health care context. Journal of Modelling in Management, 11(2), 722-738.

      [18] Jernigan, I.E., Beggs, J.M. & Kohut, G.F. (2002). Dimensions of work satisfaction as predictors of commitment type. Journal of Managerial Psychology, 17(7), 564-79.

      [19] Martins, D.M., Faria, A.C., Prearo, L.C., & Arruda, A.G.S. (2016). The level of influence of trust, commitment, cooperation, and power in the interorganizational relationships of Brazilian credit cooperatives. Revista de Administração, 52(1), 47-58.

      [20] Mayer, R. C., Davis, J.H. & Schoorman, F.D. (1995). An integrative model of organizational trust. Academy of Management Review, 20, 709–734.

      [21] MacKinnon, D.P., Fairchild, A.J. & Fritz, M.S. (2007). Mediation Analysis. Annual Review of Psychology 58, 593-614.

      [22] Morrison, E.W. & Milliken, F.J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25, 706-725.

      [23] Mowday, R. T., Steers, R. M., & Porter, R. M. (1979). The measurement of organizational commitment. Journal of Vacational Behavior, 14, 224-227.

      [24] Mowday, R.T., Porter, L.W. and Steers, R.M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press.

      [25] Ng, T.W.H. (2015). The incremental validity of organizational commitment, organizational trust, and organizational identification. Journal of Vocational Behavior, 88(June), 154-163.

      [26] Nikalaou, I., Vakola, M. & Bourantas, D. (2011). The role of silence on employee.

      [27] Romle, A.R., Razak, R.C. & Shamsudin

      [28] A.S. (2015). Mapping the relationships between quality management practices, human-oriented elements and organizational performance: A proposed framework, International Journal of Innovation, Management and Technology 6 (3), 196.

  • Downloads

  • How to Cite

    ., H., Rasyid Abdillah, M., Anita, R., Nofianti, L., & Balkish Zakaria, N. (2018). Organizational trust and organizational silence: the factors Predicting organizational commitment. International Journal of Engineering & Technology, 7(3.35), 126-131. https://doi.org/10.14419/ijet.v7i3.35.29279